Accomplishments are crucial

Sunday

Sep 9, 2012 at 6:00 AM

Joyce Lain Kennedy CAREERS NoW

Q I was one of two finalists for a great job and was so perfect for it that I thought I'd surely get it. The other finalist, a man, was selected. I don't think the company discriminates against women, but if I ask the hiring manager why I wasn't hired, I'm not going to get the real reason, am I? — M.L.

A Save your breath. You'll just be told that the other candidate was a better match or some variation of the theme that gives employers cover to skirt legal liability and prolonged conversation.

A third-party recruiter is more likely to tell you why you were left behind and identify aspects of your candidacy that you can improve. Even so, a recruiter's time is devoted to finding the best person for each job opening, not counseling candidates.

He reports a study describing a Fortune 500 corporation's recruiting practices that attempted to explain why some women who applied for its jobs did not make it past the phone screening interview.

The study speculates that the women who flunked the screening interview failed to cite their accomplishments. The omission caused screening interviewers to judge them as “unaccomplished.” Sackett's theory: “We tend not to want to brag about our accomplishments, but our society has made it more acceptable for men to brag.” I agree.

Pause in your job search until you compile a list of your accomplishments to have ready as new job opportunities arise.

Q At a recent interview, I was asked a question I hadn't had before. “Have you ever been warned to improve your work?” Well, who hasn't? But I was surprised and not cautious in my answer. How should I deal with that question if it comes up again? — C.A.

A The question is a variation of “What is your biggest weakness?” This political season offers great tutorials in how to spin answers in difficult situations. Wrap your response around one of these options:

•Admit a behavior that got you in trouble but that you overcame: “I missed several deadlines at first, but consulted with a time management coach and from then on I delivered my projects on time and on budget. It was a tough lesson, but I learned it well!”

•Name a strength in disguise: “I tend to be too much of a perfectionist and was told to focus more on quantity than quality.”

•Rely on a selective memory: “No, I don't recall any problems like that, but I do remember that I never missed a day of work.”

•Deny and offer to show proof: “No, never. I always received excellent ratings on my work. Would you like to see my performance reviews?”

The best answer fits your situation and truth. The worst is an affirmative answer without amplification.

Q What's happened to common courtesy in letting a person who interviewed for a job know the outcome? — K.J.

A Many companies automate hiring-decision messages to also-rans. Otherwise, chalk it up to a shortage of time or money for staff to handle the chore.

Call or write every couple of weeks and ask if a decision's been made yet, and if not, reaffirm your interest in the position, always trying to add one new fact that enhances your chances, such as mentioning a new certification or accomplishment.

You may be able to leverage a competing offer to which you soon must reply. If you're among the finalists, the fear that another company will take you off the market could break the decision logjam.

Email career questions for possible use in this column to Joyce Lain Kennedy at jlk@sunfeatures.com; use “Reader Question” for subject line. Or mail her at Box 368, Cardiff, CA 92007.